Summary
Currently, organizations have an important element to achieve their objectives and that is human capital. The goal of management is to guide, supervise and motivate them so that the company achieves the success they want. Many organizations are unaware or do not take into account that motivation is important in them and therefore fail and fail to prosper in the market.
Organizational motivation
A key element of management
introduction
This present essay seeks to answer the question why is work motivation important in management? Which we will answer during its development. In the same way, we will mention some techniques used to motivate employees, increase performance and achieve results in the organization. For a company to be successful, an important factor is required and that is human capital, since the organization alone could not achieve it.
II. Background
Labor motivation arises around the year 1700, on the European continent, when the workshops of traditional craftsmen were transformed into factories with machinery operated by hundreds of people, with interests and ways of thinking different from those of the bosses' interests, reflecting this in problems of low productivity and lack of interest in work (Fiscal, 2011). From these confrontations between the workers, the bosses or managers of the area began to have problems when trying to coordinate activities because in addition to having a large number of workers in charge, each head was a world and their way of working. thinking they were never the same, which made his job even more difficult.
Since then, a series of conflicts began to arise, which mainly affected the productivity of the company. From this antecedent in the factories, motivation began to emerge “… as an alternative to conflicts, lack of understanding between people, lack of motivation, low productivity and lack of interest (Fiscal, 2011).
But, what is motivation? According to Münch García in his book Fundamentals of administration, he says that motivation means “to move, lead and drive action…” (Münch, 2012, p. 186). Sthepen Tobbins, who is another of our favorite authors, mentions that "Motivation is the willingness to carry out great efforts to achieve goals…" (González, 2006, p. 79). Motivation within the organization is that internal impulse that arises from a person to be able to carry out a certain action or activity where their interest probably affects the company positively or negatively.
III. Development
There are different theories about motivation, the best known is Abraham Maslow's hierarchy of needs, where he says “… there is a theory of five human needs: physiological, security, social, esteem and self-actualization (Robbins SP, 2005, p. 393). This hierarchy says that while we are satisfying basic needs, the human being tends to want to satisfy even higher desires and with this motivation arises.
Another exponent of the theory of motivation is the economist Douglas McGregor. This author presents his theory about motivation but within organizations, and describes two ways of thinking that managers have in relation to workers. Such theories are known as theory X "… assuming that employees dislike work, are lazy, avoid responsibility and should be pressured to work" (Robbins SP, 2005) and theory Y "… assuming that employees are creative, enjoy work, seek responsibility, and can direct themselves ”(Robbins SP, 2005).
So what is the important role of leadership in motivation? "Management understands the interpersonal influence of the administrator through which she achieves that her subordinates obtain the objectives of the organization through supervision, communication and motivation…" (Münch, 2012, p. 177). The task of management is to guide staff to maximize production, efficiency and effectiveness in the organization. That is why it is necessary to know those factors that can contribute to improving its productivity.
The fulfillment of the objectives will depend on the importance, interest and effort that all the personnel contribute to their realization, because if a person has no interest in what they do, they will not dedicate the effort or attention that is required during the performance of their tasks. activities and therefore the objectives of the company will not be met. Psychologist Dorsch mentions that motivation is "the psychic and driving background that sustains the force of action and indicates the direction to follow" (Fiscal, 2011). Human beings act out of feelings and impulses.
All motivation process follows the same scheme, for example: if we start from a certain stimulus (promotion, salary, etc.) this has as a consequence the activation of search needs to satisfy them, giving rise to the appearance of behaviors oriented to obtaining results. Results can be positive when needs are met and negative when they are not met. In the latter case, the process is started again and a new behavior will have to be found to satisfy the needs.
- Stimuli Activation of the need Search for the way to satisfy it Behavior directed towards results Results (Positive / negative) (González, 2006)
If human needs are not satisfied, staff will react negatively and this is reflected in the performance of work and the quality of the company. It is here where the role of management begins to play where its main task is to seek the necessary means to improve the performance of employees and achieve optimal results. Some of the motivational techniques you can use to increase motivation include the following:
- The employees' own self-motivation: this will depend on their own self-esteem and attitude. It can be achieved through praise and taking into account the opinion of the collaborator. Job: Motivation starts from the hiring, "the right person for the right position." Having a good reception from bosses and colleagues is a good technique so that you begin to feel part of the company. Money: it is a motivating factor that must be taken into account if you work for objectives. As we saw before, everyone has individual and family needs. And one way to keep it motivated is by filling or satisfying those needs. Employee participation: if you take their participation in control of their tasks, you can feel more confident. Work recognition:Recognizing that an employee is doing their job well or showing satisfaction for it, apart from motivating them, they feel valued Training and professional development: offering them opportunities for professional growth, motivates them, increases their performance at work and also acquires more skills and knowledge that can be carried out in the company Reward: the relationship between effort and reward results in motivation at work Favorable environment: if the company has good working conditions and a favorable environment, it makes the employee work harder taste. (Amerdirh, 2012) One of the best motivational techniques in the organization is communication, because through it we can show interest in their needs and problems and it also makes it easier to find solutions.
Currently, human capital is a priority and extremely important element for a company to achieve its objectives. Managers or senior managers must make sure that staff feel satisfied with what they do, and if this is not the case, seek and try to find the reason for displeasure in their attitude, so that in this way the techniques can be applied to improve the situation.
IV. Conclusions
Today, the key factor for companies to be successful is human capital. Thanks to staff, the company can succeed, meet its goals, objectives, increase efficiency and effectiveness, and improve the quality of the company.
Motivation is what drives us to act, which is why it is necessary that as managers we get to know each of the collaborators who are working with us. Since it is not only about hiring the person who meets the required requirements, but also the manager must implement techniques or methods that help raise their interest in the organization.
It is important to maintain close communication with the staff, in order to know their needs, increase their job satisfaction and provide them with the appropriate training to improve their performance.
V. References
- Amerdirh. (Tuesday March 2012). Methods and Techniques of Labor Motivation. Amerdirh online, pp. http://www.amedirh.com.mx/noticias/item/metodos-y-tecnicas-de-motivacion-laboral.Fiscal, AC (2011). Wikipedia. Obtained from Labor Motivation: http://www.monografias.com/trabajos15/motivacion-laboral/motivacion-laboral.shtmlGonzález, M. (2006). Management Skills. Spain: INNOVA.Münch, L. &. (2012). Administration Fundamentals. Mexico: Trillas. Robbins, S. (2004). Organizational behavior. Mexico: Pearson Education Robbins, SP (2005). Administration. Mexico: Pearson Education.
